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Dear Client,
As per Section 9(1) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also known as the ‘PoSH Act, any aggrieved woman may make, in writing, a complaint of sexual harassment at the workplace to the Internal Complaint Committee(ICC) if constituted, or the Local Committee (headed by the DM), in case it is not so constituted, within a period of three months from the date of incident and in case of a series of incidents, within a perio

Dear Client,
As per Section 9(1) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also known as the ‘PoSH Act, any aggrieved woman may make, in writing, a complaint of sexual harassment at the workplace to the Internal Complaint Committee(ICC) if constituted, or the Local Committee (headed by the DM), in case it is not so constituted, within a period of three months from the date of incident and in case of a series of incidents, within a perio

Dear Client,
According to Section 17(1) of the Right to Education Act, 2009, no child shall be treated with any physical punishment or mental harassment at school. If anyone breaches the provisions of this sub-section, they shall be liable to punitive action under the service rules applicable to such person. Section 17 of the Act imposes an absolute bar on corporal punishment. It prohibits 'physical punishment' and 'mental harassment' and makes it a punishable offence and prohibits teachers fro

Dear Client,

Yes, your case is absolutely valid under the POSH Act, 2013, as repeated instances of inappropriate physical contact, even if subtle or initially ignored, fall within the definition of sexual harassment. Your company is legally obligated to conduct a proper inquiry through its Internal Committee within 90 days of receiving the complaint, yet the delay of over 30 days without formal action indicates non-compliance.

Moreover, the HR's attempt to discourage you by mentioning police

Dear Client,

Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act) any employee male or female can be a respondent if a complaint is made against them. The Internal Complaints Committee (ICC) sends a show cause notice to the respondent, asking for an explanation or response to the complaint.

Even if you resign after the notice the ICC can still proceed with the inquiry and complete it, as per law and organizational policy. Resignation

Dear Madam,
Normally after the with drawal of such complaint the accused cannot be terminated on that ground. But the management and HR may find out any other ground to terminate the accused to avoid future nuisance.

Dear Client,
From the contents of the query, it appears that even if you withdraw your complaint made under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also known as the PoSH Act, either on the appeal of the accused or on the motion of the ICCs (Internal Complaints Committee) has initiated an enquiry in the allegation to find out the veracity of the complaint and to protect the image of the establishments. Section 14 of the POSH Act addresses

Dear Client,
From the contents of the query, it appears that even if you withdraw your complaint made under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also known as the PoSH Act, either on the appeal of the accused or on the motion of the ICCs (Internal Complaints Committee) has initiated an enquiry in the allegation to find out the veracity of the complaint and to protect the image of the establishments. Section 14 of the POSH Act addresses

Dear Client,
Your query lacks information about the sector of employment, i.e, whether you belong to the public sector or private sector. However, from the contents of the query, it appears that you are aggrieved with the inquiry proceeding carried on by the ICC (Internal Complaints Committee) in the allegation brought against you and you were not allowed to defend your case following the principle of natural justice and according to the recommendation of ICC based on the inquiry/investigation g

Dear Sir,
Simply giving notes sheet is of no value unless it was a part of proceedings and certified copy of such notes sheet is shared with the Government employee. It seems departmental enquiry is pending and accordingly note sheet was prepared.